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HR's responsibility is to protect the company not the individual employees. They will always have the best interest of the company, not yours. If you have an issue with another employee, start making notes that include dates and exact conversations. Try to keep records of everything. I knew of an employee that got another employee fired.
No, I've only ever heard negative things about contacting HR. So my strategy has always been to have as little to do with them as possible. I can't imagine what kind of behavior would get me to try to get them involved with something. It would have to be so bad that I'd be absolutely at the end of my rope.
All of the supervisors met with HR to say how miserable our boss was making everyone. He was still able to put me in a PIP and eventually fire me. HR has the company’s best interest in mind, not yours….
Also, HR will just say, “I don’t understand the business, I can only take “so and so’s” word for it”
My direct (operations) manager was directed by their (general) manager to deny accommodation for my drill weekends in the Army Reserves. I was on night shift, worked Wed-Sat, and had a 1.5-2hr drive. This meant Saturdays excused and half of Friday off. They forced me to work the full Friday shift (until 3am), then drive directly to drill to report again 6:30am due to "lack of coverage".
I called USERRA that Friday, they connected me with an ombudsman, and I was given the exact federal mandate for work accommodations around drill weekends. Employers are required to give a minimum number of hours prior to drill off for rest and preparation. In the case of night shift work, the entire shift before drill must be given off. This is federal law.
I sent the file to my HR Manager with a timeline of events. I was woken up Monday by the HR Manager morning while resetting my sleep schedule. She worked about 45min away in the corporate office but was driving to our site for "immediate remedy of the situation and retraining of the management". I was told afterward that I should ensure my drill schedule and USERRA regulation be kept in a very visible area in the front office (where management worked) with digital backups.
That’s the level of attention I want. I am the only person working in my department. It’s a 4 person team. I train, mentor, and manage this team, and have done so for past 13 years. I’ve coordinated numerous interviews with 2 exceptional candidates with direct experience , along with site tours. Management met with them briefly , for 20 minutes, and have passed on them with weak reasons, all that I was able to counter. The new Hiring Manager (from promotion 6 months ago) has never worked in Supply Chain or Planning and does not have knowledge of the role or necessity skills. Prior to his promotion to Production Manager, I’ve been the hiring manager for “my” team. I then, after doing my own research realized he lied about the feedback received from others on one of the candidates. A second manager, that doesn’t work for our site, never attended any interviews, never met the candidate, turned down the candidate. It’s madness and I am at the end if my rope. There’s plenty more background details that are involved with this management group of 3. I want them to concede to hire at least one of the candidates.
Tried and got retaliated against. My advice is to get a good lawyer and leave.
The HR’s response was so immediate..I was sucked😮💨
Wow. I’m sorry.
As an update,, I met with HR to discuss. They informed me the reason she was told of not hiring the 1st candidate was he used inappropriate words in the 20 minute interview. I responded that with all the excuses they gave me did they indicate this. And in the 2 interviews and 3 hour tour did he say anything remotely inappropriate. HR’s response to 2nd candidate was wanting to pull up their past employment history from 11 years ago (this candidate worked at the company prior. After a buyout was laid off but rehired back to train the person that replaced them, AND was given a promotion only to have her position eliminated 5 years later) So HR’s main goal was to find justification for not hiring by trying to dig up dirt on the applicant. It was never about the actions of managers. When I pointed out that I was not advocating for the candidates but was concerned about their behavior, HR didn’t acknowledge this and continued to express the need to try and find the past employee’s history even though I gave her the history, because I was there and witnessed it at the time. It’s truly unfortunate that I witness and hear so many instances of uncontrolled toxic behavior at the management level at many companies. I would quit but need to work another year before getting on Medicare.
I also reported my planning manager to HR for verbal abuse. HR did an investigation for three weeks without any input and found my boss was not guilty of any wrongdoing. There’s something fishy at ECOLAB as most of the managers are direct graduates from the LDP and seem to be completely protected from any reports of abuse or harassment. NA Planning has HR wrapped around their fingers and they will do everything to protect leadership.